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Employment Manuals: Why do we need one?

Each employer will need to decide whether to have an employment handbook or manual, sometimes known as a human resources policies and procedures manual. There are substantial advantages to utilizing an employment manual. There are also substantial risks when relying upon an improper employment manual.

Differing state laws, business types, number and type of employees, among other factors, will significantly alter your risks and your employment manual.

A properly written employment manual becomes necessary as the number of employees increases. From the listing found at the end hereof, very significant employee rights and employer liabilities begin at 15 employees, at which point the Federal Civil Rights Act becomes applicable.

California laws are often more liberal than federal laws and may commence with even fewer employees, such as the Fair Employment and Housing Act, which kicks in at 5 employees.  You may find an employment manual helpful beginning at 5 employees in California.

Employment manuals actually may perform many functions, including to:

When your business reaches the following number of employees in the State of California, the following legal requirements and more arise, necessitating greater knowledge, sophistication, training, policies, procedures, and forms:  

These laws may change, sometimes faster than this website.  Consult us or another attorney for up-to-date advice.

One Employee:

Five Employees:

Fifteen Employees:

Twenty Employees:

Twenty-Five Employees:

Fifty Employees:

Seventy-Five Employees:

"Bruce, Thank you for the release form. I have read it and understand the process.  I appreciate you making time for this without adequate notice."

Who We Are:

Image of Bruce Leonard Beal

The present firm arose from Bruce's move from the Los Angeles area to Dana Point, where he and his wife wanted to live since they first  discovered it. 

Bruce comes from the Senior Counsel position in a large world class international technology, engineering and construction corporation with thousands of employees, hundreds of large clients, world class projects, hundreds of affiliates, and complex transactions and litigation.  Before that, he gained significant major law firm experience, including arguments before state appellate and supreme courts.

His desire in moving to Dana Point was and still is to bring his world class experience to smaller and emerging businesses in the area.  This experience produces more valuable legal and business judgment from him than is available from newer attorneys or attorneys whose practices are more specialized and localized.  His extensive Resume is here Résumé.

Marlene wears all hats other than "Lawyer" in the firm,  including Paralegal, Marketing, Accounting, and Office Management and Assistance. Her extensive Resume is here Résumé.

Disclaimer: The purpose of this article is to provide information, rather than advice or opinion. It is accurate to the best of my knowledge as of the date of the article. I have no duty to update this article. The information, examples and suggestions presented in this article have been developed from sources believed to be reliable. This article should not be viewed as a substitute for the guidance and recommendations of a retained professional and should not be construed as legal or other professional advice. In addition, I do not endorse any actions addressed herein, unless they are produced or created by me.  I recommend consultation with me or other competent legal counsel and/or other professional advisors before applying this material to any particular factual situations.

 

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